Distributed Team Activity Statistics: Remote Work Metrics

Choosing a period - day, week, month, or custom range, this is the first thing needed for meaningful analytics. It allows you to:

• see how the team lived through a specific sprint;
• analyze workload before a release;
• assess the consequences of process changes;
• calmly analyze holidays, vacations, and onboarding of newcomers.

Data isn't averaged "over all time" - you always work with specific context.

Number of posts - basic activity. If someone wrote 2209 messages in a month versus 420 from a colleague, it's worth thinking about. Either they're carrying the project, or something's wrong with workload distribution.

Topics and requests - how many new discussions or tasks an employee initiated. This indicator shows who's the process driver in the team and who's the executor. If a lead has 53 topics and a mid-level has 420 - perhaps the lead lost control of the project or delegated initiative. If everyone has roughly equal amounts, the team works horizontally without clear hierarchy. If one person creates 80% of all topics - you have a clear bottleneck in decision-making.

Average @ mention response time - shows how quickly a person reacts when something is needed from them. For example, if a tech lead responds in 9 minutes and a regular developer in 43, that's normal. The reverse situation is a red flag: either the tech lead is overloaded or lost focus. This metric finds communication bottlenecks before they turn into missed deadlines.

Completed requests - everything is extremely straightforward here: how many tasks a person actually brought to completion. Without complexity assessments and subjective "seems like they did a lot." Just the fact of completion.

MDDP (Mean Deadline Deviation Percentage) shows how much earlier or later tasks were completed relative to the initially set deadline.

Important:

• value around 0 - planning is close to reality;
• negative values - tasks close before deadline;
• positive values - deadlines regularly shift.

The metric considers a correction factor for those with more than 5 tasks in progress simultaneously. This is an honest assessment of personal effectiveness and planning quality.

Trends: better or worse than yesterday?

The bare number "100 completed tasks" says nothing without context. That's why we added comparison with the previous period. You choose any time segment, and the system automatically highlights dynamics. Green indicators - growth, red - decline. This allows you to notice productivity drops not at the end of the quarter when it's too late, but immediately.

Work rhythm and burnout

Activity graphs show the team's pulse. You can view data for a specific employee or overlay teammates' graphs for comparison. This is the best tool for identifying "crammers" (days of silence alternate with activity peaks before deadlines) and burnout candidates (monotonous high activity without days off).

Achievements as recognition for specific accomplishments

Next to avatars of the period's best employees are top-1, top-2, top-3 badges. Achievement is assigned by the specific indicator you chose for sorting.

Sort by number of messages written - some employees get top positions, switch to completed requests - already different ones. This isn't a universal efficiency rating, but recognition of contribution in a specific area. One person can be best at communication, another at closing tasks, a third - at generating new ideas.

Team movement: who came, who left

A separate "employees" tab shows team composition: who's working now, who's on probation, who recently left.

This context is important for interpreting all other metrics - if team activity dropped but key employees left, the decline is explainable.

Why all this matters in practice

1. Catch problems before disaster. If an employee's MDDP has been growing for three months straight and completed tasks are decreasing, it's time to talk. Perhaps they're overloaded, don't understand tasks, or simply estimate deadlines incorrectly.

2. Distribute workload fairly. When you see one person closed 188 tasks and another 31 with similar positions, it's a reason to reconsider work distribution.

3. Find communication bottlenecks. If a designer responds to mentions in 9 minutes and a backend developer in an hour, async processes are stuck on backend. You can restructure communication differently or redistribute responsibilities.

4. See burnout patterns. When a graph looks like an EKG with sharp spikes, it's a red flag. For example, a person works in bursts: three days working till night, two days doing almost nothing, and so on in circles. This mode kills productivity and health. A smooth graph or gentle waves - a sign of healthy work pace.

5. Objectively evaluate probation period. A new employee on probation: how did they fit into the team? How many tasks do they close? How quickly do they respond to colleagues? Numbers remove subjectivity from the decision about continuing employment.

Thanks to statistics in remote.team, you see not just "who worked how much," but how well the team plans time, how quickly they react to requests, and who really drives projects forward. Try analyzing your team - the results might surprise you.

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